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Coaching & Mentoring An Overview
A Presentation by TopTeam World Athens, 28th September 2009
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Introduction
The purpose of this document is to present our approach on Coaching and Mentoring for Managers and Executive Teams in order to:
Implement effectively organization strategy
Sustain business performance based on optimum people engagement
This approach is based on my significant experience of coaching and mentoring as I have applied it in the last 10 years with more than 100 managers and 20 management teams, which I mentored and coached on business, values, leadership and ultimately on delivery of superior performance
I hope to have the occasion soon to discuss this approach with you.
Best regards,
Purpose of this Document
Gilles Gambade
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“Coaching & Mentoring” Management Challenges
Based on our experience, we believe that the implementation of coaching and mentoring represents, at term, a major change in the Leadership Culture. This change needs to be clearly understood by the managers at all levels of the organization and their engagement in such project is a critical success factor for the implementation. Based on that, our approach usually follows specific principles:
GMs/Directors/Managers are focused on the business: the coaching/mentoring program needs be strongly linked with business reality and people performance;
GMs/Directors/Managers have different learning experiences, based on their background and professional experience: the coaching/mentoring program has to offer to all of them the occasion to learn, taking in account their specific learning experiences;
GMs/Directors/Managers manage people and teams: the coaching/mentoring program has to take in account both individual and team dimensions as behaviors demonstrated have to be consistent in both situations.
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Research Results:
58% better management skills 53% increased job motivation (AC research 2004)
92% increase to bottom line 99% coaching delivers tangible benefits to the organisation and individual 96% effective way to promote learning 93% key mechanism to transfer learning from training courses (CIPD research 2004)
“Coaching & Mentoring” Business Value
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ROI examples:
Coaching produced a 529% return on investment and significant intangible benefits to the business. Fortune 500 company
Executive coaching delivers a ROI of nearly 6 times the initial cost of coaching Survey of 100 senior executives from Fortune 1000 companies by Manchester Consulting, July 2004
“Coaching & Mentoring” Business Value
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“Coaching & Mentoring” Business Impact: Intangible
Frequency of impact by executives, Source: Proxys US survey 2007
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Our Proposed Approach
Our approach on coaching/mentoring covers different areas:
1. Business mentoring
2. Executive & Team coaching
“Coaching & Mentoring ”
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“Mentoring for Strategy Execution ” Our Approach
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Psychiatry
Career Planning
Sponsorship
Telling what to do
Problem fixing
Leadership Development
Starting Point
What Business Mentoring is not about
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Experience
Honesty
Openness
Impartiality
Availability
What Business Mentoring is about
Trust and Confidentiality
Creativity and Innovation
Expertise
Advice
Sounding Board
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Business Mentoring is about supporting CEOs and management teams to implement the company strategy. It includes a combination of individual sessions with the BOD/MD/General Manager and team sessions with the management team in order to analyze all the aspects for the implementation of the corporate strategy, including :
Clarifying the strategy and its implications for all levels of the organization;
Development of performance scorecards with specific KPIs for all functions of the organization;
Analyze the implications of the strategy on the Work Culture;
Analyze the key areas of change for the execution of the strategy;
Analyze business risk
As a result:
Solid implementation plan is put in place with clear actions, well-defined responsibilities and key performance indicators;
Management is confident that strategy defined is well articulated and that they can execute it.
“Mentoring for Strategy Execution” Overview of a Business Mentoring Program
Usual duration: 3-6 months
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What are the Steps Taken in a Business Mentoring Program?
Understanding of the business context: defining the value and ROI of the mentoring program
Assessment: conduct diagnosis to understand business situation, organization and people issues
Setting direction: initial contracting session with CEO and/or management team to define the scope of the mentoring program at team and individual level
Implementing a defined plan of action
Following through with working sessions with the CEO and/or management team
Final assessment of value created and/or business impact of the mentoring program
“Mentoring for Strategy Execution”
13 Step C: Finalize the Organization Structure Implement the New Organization
Change Management
Culture Transformation
Leadership Transformation
Different Levels of Intervention
“Mentoring for Strategy Execution”
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“Coaching For Performance” Our Approach
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Starting Point What Coaching is not
Directing, controlling, or manipulating others according to the coach’s agenda
Having all the answers and solving problems for others
Being judgmental or punitive
Coaching without mutual understanding and agreement
Counseling or therapy
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Starting Point What Coaching is
Creating a trusting and collaborative environment in which personal development and performance improvement occur
Having a respectful conversation that focuses on the person being coached
A positive style of relating that can be utilized anywhere, anytime
A means of helping people to achieve extraordinary performance
A way of being with another individual that promotes reflection, self-discovery and openness to taking more effective actions
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Starting Point What a Coach does
Models integrity and high standards for others
Establishes collaborative relationships based on trust
Treats others with respect, always using language that is constructive
Tells the truth in a way that enables others to hear it and grow as a result
Provides objectivity
Promotes discovery of possibilities, solutions and alternatives
Supports others to stretch beyond their current capabilities
Assists others to look honestly at gaps in their attitudes and behaviors that decease their interpersonal effectiveness
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What are the Steps Taken in a Coaching Intervention?
Understanding of the business context: defining the value and ROI of the coaching intervention
Assessment: use of tools for assessing individuals and/or teams and/or business situation
Setting direction: initial contracting session
Implementing a defined plan of action
Following through with coaching sessions
Final assessment of value created and/or business impact of the coaching intervention
“Coaching for Performance ”
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Executive Coaching is about conducting individual sessions with leaders (directors, managers) in order to enhance their skills in specific areas. Objectives of executive coaching are agreed between the company (sponsor), the coachee (client) and the coach. The coaching program usually covers the following areas:
Coaching for change: Supplementing and refocusing leadership skills and/or facilitating adaptation to a new management environment;
Coaching for growth: Accelerating the learning curve for high-potential or recently promoted executive
As a result:
Fast and visible results in improving skills with clear people and/or business impact
Increased confidence of the executive for leadership development
“Coaching for Performance” 1. Executive Coaching
Usual duration: 6+ months
20 “Coaching for Performance ” 2. Executive Coaching: A Structured Methodology
Source
Purpose
Situation
The GAP
Objectives
Means
Situation
Next
Here and Now
There and Then
Needs, Wants
FOUNDATION
4. Goal Setting
5. Goal Charting
3. Simplification
2. Vision
1. Priorities
1 2 3 4 5
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Team Coaching is about conducting team sessions with leaders (directors, managers) and their teams in order to enhance the effectiveness of teamwork. The team coaching program is agreed with the team leader and usually covers the following areas:
Purpose of the team
Norms of conduct
Effective behaviors for real teams
Roles and interdependencies
Support and development
As a result:
Direct results on the productivity of the team
Visible impact on business
“Coaching for Performance” 2. Team Coaching
Usual duration: 6-12 months
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Methodology is based on the research conducted by Dr. Richard Hackman:
A clear and challenging purpose & direction
Translation of strategy and purpose of the team into meaningful interdependent roles with shared responsibilities, and accountabilities
An effective team governance (team rules and norms)
Team processes that improve effectiveness (composition, rules of engagement, norms)
People with high right behaviors Individual and team behaviors that improve team effectiveness
Specific processes that support and encourage team work
Management systems and processes (e.g., decision making, remuneration) that support team effectiveness
Development in the working environment
A Team that learns from experience and continues to improve through monitoring and self-regulation
Phase 3: The 5 Conditions for Top Team Effectiveness “Coaching for Performance” 2. Team Coaching: Methodology
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Strategic Interviews
Team Effectiveness Assessment
Team Contracting
Session
Effective Team
Coaching the CEO
Coaching Team
Members
Individual Support
Team Coaching
Business Mentoring
Team Support
6 to 12 months action plan
Leadership Capability
Each Development Program is tailored based on: Business situation of the Company Present situation of the Management Team Business agenda of the CEO for the next 2-3 years
For Immediate Business
Improvement
For Strategy
Execution
“Coaching for Performance” 2. Team Coaching: Development Process
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Career Coaching is about conducting individual sessions with leaders (directors, managers) in order to support them in giving an orientation to their career. This process can come from an individual initiative or can be organized by the company as part of the career development plan. It usually includes:
Review of personal motivations
Exploring the different career paths
Select 2-3 preferred target positions
Build action plan for development
As a result:
Individual feels motivated and engaged for his future in the organization
Organization prepares future leaders
“Coaching for Performance” 3. Career Coaching
Usual duration: 3-6 months
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“Coaching for Performance” 3. Career Coaching: Methodology
EXPLORE We will introduce the Life Star and Work Star. As we work through the EXPLORE process, the coachee is asked to note key learnings in these Star formats. When complete, the Stars will provide a richly coloured snapshot of who they are and what they need in order to be happy in their life and work. By the end of the EXPLORE phase, the coachee is very clear about what he must have in his career to be satisfied and motivated. The two Stars act as the acid test for evaluating any career ideas or job opportunities. A parallel process is to open an Ideas Bank, where the coachee can capture any career possibilities which come up throughout the early weeks of the programme, including ideas that he may have in mind before beginning coaching.
DREAM This is a very creative part of the programme when together we generate a number of possible new career choices. We call it DREAM because the idea here is to be expansive, to think outside the box, not to be constrained at this stage by traditional notions of what’s possible. In truth, almost anything is possible if it’s right for the coachee.
DISCOVER. We will then explore the most attractive ideas in some detail and then finally narrow these down to between one and three strong possibilities which will then be explored in detail in the DISCOVER phase, which is the final part of the programme.
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TopTeam World Strategy, Leadership, Team Excellence
+30 2107454603
+30 6944295181
